Scenario: True Leader
Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk
Trackback from your site.
Comments (13)
Leave a comment
You must be logged in to post a comment.
Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk
Trackback from your site.
Cris Lorenzana
| #
As an Action Learning Coach, seeing one of the participants does something that strongly support their leadership skill is an ideal scenario. I will make sure to note every detail down for me to share during the Reflections on Learning. After this, I will find a perfect time to remind everyone of the remaining time and that I will later be asking each of them to share how they have been practicing their leadership skills.
Reply
Mikal Giancola
| #
If a team member is doing something really well, I would likely take that moment in my position as the coach to facilitate learning at the team level- I would ask, “Team, did anyone else notice what person X is doing with their leadership skill?,” and then ask, “What is the impact on the team when person X practiced this skill?”
Reply
Nabih Jabr
| #
As Mikal mentioned, I would not wait till the end to highlight that, because it could trigger other team members to focus on their own chosen leadership competency, and that would help the group work better and the individuals to develop more during the session.
Reply
Marina Nizar
| #
I would take note of the instance as part of the group learning process at the end of the session. I may ask if anyone noticed such instance as well and how they felt about it; if there was an effect on them or the team. Depending on the team’s dynamics, I may not highlight it straight away during the middle of the session or right after the demonstration of the leadership skill as it may distract others from their own exploration of leadership skill application.
Reply
José van Heusden
| #
I would use my opportunity as an Action learning coach to do an intervention to point out the instructive situation to the participants. I would ask if the participants can take away what the question asked does to their learning opportunity to develop on their quality in leadership.
Reply
Magdalena Stefanska
| #
It’s an excellent situation when a coach realizes that leadership skills that the team members selected for the improvement were not chosen just for the purpose of the session objectives but due to a pure need of improvement. As a coach I take notes of such examples and during the summary of the session when the individual achievements are discussed I would highlight such examples, congratulate the person who was working on them and motivate others to continue their efforts.
Reply
Austin DENG
| #
I would share my observation with the team when I give feedback to the participant. And then ask for other members’ feedback regarding the participant’s behavior. At last, I would ask what is the team learning from this event.
Reply
Nicholas Kemboi
| #
As a coach, i would intervene because that is a learning opportunity, by asking the team if anyone else has seen what the person just did and then check on the persons skills impact to the team. Later on conclusions i would commend the person for exercising the skill during the action learning session.
Reply
veerinyaorn Luangboriboon
| #
When team member does something that strongly support their leadership skill, as a Action Learning Coach, I would like to keep the detail of strongly behaviors & good practice to my note. When session go to reflection part, I would ask this question to everyone
1) What is th question or behavior that show the leadership skill?
2) How you apply to your work?
and turn strongly behaviors of leadership skill to team learning.
Reply
Binh Thanh Ta
| #
This is an excellent example for the learning opportunity of the team. I would observe the situation and take note carefully, trying to note down the detail of how well that member demonstrate their leadership skills. Then I would intervene the session and ask the team if they realize what positive behavior happening? after member reply, I would conclude and show the leadership behaviors for the team to learn.
Reply
Ana Goncalves
| #
As an action learning coach, how would you handle the following situation: One of the participants does something that strongly supports their leadership skill.
I ensure to meticulously jot down every detail, preserving the experience to share during our Reflections on Learning. Following this, I choose an opportune moment to gently bring the team’s attention to the remaining time in the session. I inform them that, later on, I’ll be inviting each individual to discuss how they’ve been applying their leadership skills. This approach fosters a sense of anticipation and keeps the focus on continuous learning and skill application. While sharing my feedback I also ask for other members’ feedback regarding the participant’s behavior.
Reply
An Nguyễn
| #
– Hello team, is anyone paying attention to what person X is doing with his/her leadership skills?
– How does that impact the group?
– What will you do to practice your leadership capacity better?
Reply
Deborah Freudenthal
| #
It woll depend on how far the team is. When it’s one of the first sessions I will give it back directly as a learning opportunity. When the already have more session I will wait with my reaction on this situation till the feedback. It gives the teammembers, the observer or the participent him or herself the opportunity to recognize it themself and learn as individual and as team.
Reply